How to Keep Your Employees from Quitting You
Market gurus say that most often when people resign, they don’t quit their jobs or workplaces, they quit their bosses.
As a company manager, you put a lot of money in attracting and hiring new talent to join your team; but what about the employees who have worked with you for quite a while, and are now ‘assets’ for your business?
Market gurus say that most often when people resign, they don’t quit their jobs or workplaces, they quit their bosses. It is not always the money, not everyone jumps for it. You might disagree but do a little research on the net and you’ll find the primary reasons are quite different. Let us save some of your time by sharing the most common reasons for employees to quit their jobs.
1. THE FEELING OF BEING A HIRED HELP RATHER THAN BEING PART OF A WORKFORCE
Employees like to be treated as a workforce- they like to be a part of something bigger than just their daily work activities.
As a boss and as a manager, you need to involve them in your business vision. Show them the roadmap leading to that vision. Explain to them how their daily contributions add up to a big step or a leap for getting closer to the overall goals and objectives.
They just can’t do things because ‘you said so’. Give them a well-defined purpose and you’ll see them finding their own dedication. For skilled and ambitious people, doing meaningful tasks is a big deal. They consider clarity as an opportunity. So, go ahead and give them this ‘opportunity’.
2. LACK OF EMPATHY
Employees expect two things from their bosses: 1) Guidance and 2) Empathy. These two factors mean a great deal. As managers or business owners, we often receive a lot of training and understanding of the ‘guidance’ aspect, but ‘empathy’ is derived from genuine interest and participation.
Your employees need to accept you as a part of their team rather than think of you as an emotionless taskmaster. A simple gesture of patiently listening to an individual team member’s concerns can add a lot to your management skills.
Remember, not all employees are cribbers. Most of the times, they have reasonable concerns which need to be dealt with. And the best first action is to keep an empathetic approach.
Also, when there is a concern or a situation for which no solution can be provided, then at least provide logical explanations and reasons. You do not have to agree with everything they say, but you can give them the comfort of being heard.
Today, employees are highly focused on career advancements. They need movement, growth – vertically or horizontally.
They avoid sticking to just one single department and same job profile for too long. You need to work on carving career paths for people working under you and share the structure with them.
They must know your set expectations for gaining a certain promotion, or the qualities they need to work on for lateral growth, by working in different departments. Whichever way it is, growth is necessary. And maintaining transparency, by explaining the rules, gives them hope. If they miss a promotion, they must be provided with valid reasons.
Sometimes people just migrate to other organizations, assuming there aren’t enough growth opportunities in their existing company. Corporate houses keep publishing news related to their future projects. Make sure your people know that even their company is working on the same lines. There should be timely announcements and circulations about the projects in the pipeline and other relevant updates.
If there’s a business expansion is near future, let your employees know the scope of it. Of course, not all employees are equal. And setting a career path for all employees might not always be practical, but it’s worth the effort of retaining resourceful employees.
More and more research studies show that taking quick breaks improves productivity. Many companies allow access to social websites and other entertainment sites for their employees.
The idea is to provide them with an outlet to exert the work pressure and work in a comfortable environment. In today’s fast-paced and interconnected world, adding restriction ends up in frustrating people. We must try new means and methods to keep employees engaged and energetic.
Traditional working methods, such as glueing a person to the desk for 8-9 hours, aren’t helpful anymore. Certain corporate houses even dedicate space for leisure purposes, like a small area for games and relaxing.
When the workplace is comfortable, and there’s freedom and space for doing quality work, people willingly put more effort (and time too) to meet the targets set by their bosses. It’s a give-and-take relationship. You’ve to get work done, but at the same time, you do not want to exhaust them. A comfortable environment can help relieve a good amount of work pressure. This is not just a theory.
If you check the net, you will come across many companies who invest time and money to make their workplace as friendly and flexible as possible.
Rewards and recognition programs are great ways of showing your appreciation and rewarding efforts. But often these programs are organized to fulfil some mandatory ritual which doesn’t carry much importance.
The gift items offered in these programs need to convey your genuine appreciation. There are many companies which specialize in such products. They can arrange for cost-effective gift items customized as per your requirements. Use these modern, innovative methods to boost your employees’ spirits.
These were the top reasons why most employees abandon their current company. Giving some thought to these issues can help you retain valuable human resources. An existing employee (a good one) is someone who has spent sufficient time in your organization and has a lot of understanding of your ways of working and your business culture.
Losing this kind of employee to your competitors, for issues which you can easily take care of, is not a wise thing to do. Also, by neglecting these concerns you not only lose the existing skilled people, but you also breed an environment which will most likely suffocate the new batch of the workforce which you are hiring.